Download
1 / 40
400 likes | 539 Vues
MAPA for Newbies!. MAPA Task Group. From APE to E-MAPA What’s in a name?. DoDEA W. W. Administrators’ Conference June 27 – July 2, 2010. You first…. What’s in your name? How did you come to be called Jennifer or Ed or Carol?
E N D
MAPA for Newbies! MAPA Task Group
From APE to E-MAPAWhat’s in a name? DoDEA W. W. Administrators’ Conference June 27 – July 2, 2010
You first… What’s in your name? How did you come to be called Jennifer or Ed or Carol? For example, I am forever Christmas Carol even though I was born December 26…a few hours late of the target date. Share your name with your nearest neighbor.
Our turn… MAPA Multidimensional Administrator Performance Appraisal
Objectives Participants will: • know the components of the DoDEA Multidimensional Administrator Performance Appraisal (MAPA) • know how to use the components as tools for evaluation, professional development, and reflection.
And I quote… Change is inevitable….except from a vending machine! Robert C. Gallagher
What’s in this for Me? 1. “They”won’t let me out of here until this presentation is finished. 2. I’m not ready toretireand I need to pay themortgage. 3. My mother andmybossmay be watching. 4. Supervising others is in myjobdescription. 5. I’m ateacherat heart. Any more?
And I quote… It is not necessary to change. Survival is not mandatory. W. Edwards Deming
MAPA…Why Change? • Former Administrators’ Performance Appraisal instrument implemented in 2004. • Need for stronger focus on changing role and demands of administrators as instructional leaders focused on student achievement (CSP, Goal 1). • Need to emphasize formative assessment. • Need to incorporate professionaldevelopment andreflection opportunities.
Survey…Give us some input! • January, 2009: DoDEA principals, assistant principals, and assistant superintendents were surveyed. • Of 353possible respondents, 239 replied. • That’s a68% response rate! Yippee!
Let’s Talk! • Turn to your nearest neighbor, the one with which you’ve been knocking elbows. • Ask this question. What do you now know about MAPA that you didn’t know 10 minutes ago? • Look interested and awed at his/her response. Stand when you have bothshared.You have 3 minutes.
At the gate, down the stretch, crossing the line… At the gate… • An appraisal instrument for principals and assistant principals • Aligned to the four goals of the 2006-2011 Community Strategic Plan • Compatible with the 2008 Educational Leadership Policy Standards: ISLLC 2008 Down the stretch… • Use feedback resulting from the administrator survey of January 2009 • Imbed a rubric • Use ratings of Exemplary, Proficient, Progressing, and Not Meeting Objective • Include a professional growth and reflection component • How about an Individual Leadership Plan (ILP)? • Use of an approved individual plan for improvement based on school data • Develop using SMART format Crossing the line… • MAPA
…with purpose in mind! • To improve practices in instructional leadership and recognize effective practices • To self-assess, set objectives, and increase proficiency in analyzing data • To provide a framework and purposeful direction for administrators • To address leadership skills that promote continuous and sustainable improvement
And I quote… MAPA moves us from knowing to doing and from management to educational leadership. Maria Buchwald 2009 DoDEA MS Principal of the Year
Rubrics ‘R Us! Review the rubrics and discuss each objective and how it relates to present job responsibilities. Discuss possible adjustments in job responsibilities to insure assistantprincipals are functioning as instructional leaders within the school. Highlight the differences in expectations among the ratings on the continuum. You have 15 minutes!
In the trenches… Each table group select a goal. Review the objectives for that goal. Review the ratings for the objectives and note the differences between each rating. Collaborate with your table group to review the list of evidencethat would demonstrate “Proficient” for the chosen objectives. You will have 15 minutes to complete this task. Choose a spokesperson for your table.
And I quote… Develop a passion for learning. If you do, you will never cease to grow. Anthony J. D'Angelo
Individual Leadership Plan (ILP) Background: • The result of research of a variety of appraisal systems from many states • The result of information from DoDEA Administrator Survey, January, 2009
The reason for being… Thepurposeof the ILP: • To promote continuous learning • To foster professional growth • To reflect on professional practice • To improve leadership skills • To facilitate movement along the rating continuum
ILP Guidelines Written objective aligned to CSP and MAPA and in the S.M.A.R.T. format. • Specific • Measurable • Attainable • Results-focused • Timeline
Guidelines…continued Supervisor approval necessary Plan may be adjusted during or at the end of the rating period or continue into next year Reflective self-assessment completed for mid-year and end-of-year conferences Data, strategies, etc. for objective imbeddedin daily administrator responsibilities Maintain data and evidence
Activity Alert…ILP! • Review the objective. Is it aligned to the CSP and MAPA ? Is it an objective that will meet a need at a school? • What data is used to assess or measuresuccess? Does it seem plausible? • What resources, strategies, research support have been chosen to help attain the objective? • What is the proposed impact at the school on student achievement? • What is the proposed timeline?
And I quote… Growth is the only evidence of life. John Henry Newman, Apologia pro vita sua, 1864
Scoreboard! • Goals 1 and 3 carry greater values as they contain 8 objectives. • The summative rating is determined as shown. • Please note the norms.
And I quote… If you're in a bad situation, don't worry it'll change. If you're in a good situation, don't worry it'll change. John A. Simone, Sr.
Continuous Improvement February 2010 Survey Approximately six months into MAPA implementation A second survey was administered to DoDEA assistant principals, principals, assistant superintendents, and superintendents
Next Steps… Answering the call for further professional development Responding to the need to complete an entire cycle before responding to the survey
Continuous Improvement Kaizen Survey…September- October, 2010…assistant principals, principals, assistant superintendents, superintendents • Analyze results for patterns, trends • Refine MAPA instrument as needed Survey…August – September 2010 – E-MAPA, paperless application pilot in Heidelberg District • Analyze results to determine improvements as needed • Complete and test changes • Determine capability for DoDEA-wide implementation
E-MAPA • Automated System for DoDEA-wide Use • Piloted in Heidelberg District during 2009-2010 cycle • Deploy DoDEA-wide 2010-2011 cycle • System Features • Creates and retains performance evaluations • Supports a printed, hard copy of evaluation • Moves appraisal instrument between employee, rater, reviewer • Enters text directly into appraisal • Has spell checker • Saves work in progress • E-mail users on actions/status • Ability to attach external documents (evidence)
Rating Cycle • First cycle • October 1, 2009 – June 30, 2010 • Ratings completed NLT July 31, 2010 • Evaluation covers accomplishments between July 2009 June 2010 • Future cycles • July 1 – June 30 each year • Assessments based on school year accomplishments • Effective date of ratings is August 1
What was that all about? The MAPA is like… because…..
